JOURNAL OF CRITICAL REVIEWS

ISSN- 2394-5125 VOL 7, ISSUE 09 , 2020

A STUDY ON PERFORMANCE APPRAISAL AT

TECUMSEH
G.SRINATH , G.SONY
Sree Dattha Institute of Engineering and Science Hyderabad Telangana

ABSTRACT:
Performance Appraisal is one of the inevitable and important and crucial utensils for all organizations,
information provided by the performance appraisal is highly handy in decision making for multiple
human resource aspects like performance growth and advancement in respective positions. Insights of
performance appraisal will attach information and decision-making stages which provide footing for the
acumen of effectiveness of the human resource by-products like recruiting, selection, compensation and
training and development of employees. Employees has to aware their performance ranking and
Supervisors are guided them to improve performance and trigger production.Critical areas are gonna
recognized by performance appraisal and prepares future plan to meet organization goals.
Index Terms: Employee Performance, Appraisal system, Employee satisfaction and organization.

I.INTRODUCTION:
Performance appraisal is a method of estimating the behaviors of the employees in the workplace
including both qualitative and quantitative aspects of the job performance and it indicates how an
employee is fulfilling the job demands and it is always be in terms of the results. Performance
appraisalnot only evaluates the performance of the employees but also his/her potential for development.
II. OBJECTIVES OF THE STUDY:
1. To study the performance appraisal implementation at TECUMSEH.
2. To examine the factors that influences the performance appraisal at TECUMSEH.
3. To evaluate data analysis and interpretation of performance appraisal based on the perception of
satisfaction of employee in the organization.
III. REVIEW OF LITERATURE :
1. Idowu, Ayomikun O. : In terms of effectiveness, the study finds that the 360 degree performance
appraisal system is quite effective in offering a comprehensive analysis of the employees„ performance at
Shine Communications. This is consistent with the reviewed literature, which underscores that 360-
degree appraisal helps assess an employee„s performance from different angles and is therefore reflective
of the employee„s actual performance (Sahoo & Mishra, 2012). In the case of graphical rating scale, the
literature reviewed suggests that this traditional appraisal system tends to overlook a number of employee
traits due to its standardised nature (Armstrong, 2009). The study findings however indicate that such as a
scale still performs a useful role especially in work tasks that are based on explicit goals and quantifiable
in nature.
2. Ms. Leena Toppo,Mrs.Twinkle Prusty:“Performance Appraisal is a system of reviewing and
evaluating the individual or team task performance.” The focus of performance appraisal system in most
firms remains on the individual employees. An effective employees appraisal system evaluates the
accomplishments and initiates the plans forgoals, objectives and development. Performance management
contains all organizational processes that determine how well the employees, teams and the organization

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performs. The process involves HR planning, recruitment and selection, T&D, and compensation.
Performance appraisal and career planning and development are especially critical for its success.

3. Muhammad Zohaib Abbas: The results of his study providesbetter understanding that employees
have clear perception about performance appraisal. This study also reveals that the respondents assume
that performance appraisal outcomes are significant and accurate towards employee performance. The
study outcomes will reflect that performance appraisal impacts performance levels of the employees in an
organization. The study reveals that its generalizability is low because of its small sample. Hence, future
researchers have an option of expanding the scope of the study by using large and diverse samples.
Therefore, they can also highlight the differences in the performance appraisal followed in different
industries.
4. Mr. M.A.M. Hussain Ali & H.H.D.N.P.Opatha:
Performance appraisal and perceived degree of business performance of apparel firms in Sri Lanka. It is
more likely that an improvement of the quality of PA system of an apparel firm results in an improvement
of business performance of the firm. No statistically significant differences exist between large apparel
firms and non-large apparel firms with regard to perceived quality of PA and perceived degree of business
performance. It is suggested that future studies be carried out to test the validity of the second and third
hypotheses by taking the two independent samples (large apparel firms and non- large apparel firms)
which are similar exactly or approximately in terms of sample size.

5. Mr.Dina Van Dijk and Michal M Schodl:They have pointed out some of the landmarks in the
performance appraisalliterature and discussed the various factors which are threat for the PA process
success. Raters lack of accuracy and judgment biases of the ratings can threaten the validity of PA. The
organizational conditions that often limit the opportunities to observe all the workers sufficiently, will be
threatening to the procedural justice. Also, the rater does not always master the delicate skills needed for
providing effective feedback, and lastly, leadership biases, such as preferring in-group members, are also
a possible threat to this process.

IV. RESEARCH METHODOLOGY:

It is the scientific way to resolve the research problem. Thisincludes discovering all possible means of
solving the research problem; study the different methods one by one and arriving at the best conceivable
method considering the resources at the clearance of the researcher.

V. METHODS OF DATA COLLECTION :

Primary data :
The primary data is composed by a questionnaire in OFMK distributed among the employees to gather
information.
Secondary data:
The secondary data has been composed from
1. Reviews of books, Websites, Digital libraries, journals and online database.
Research tools :
A prepared questionnaire has been set to get the connected information from the respondents. The
questionnaire covers of a change of questions obtainable to the respondents for their response. The several
types of questions are used in this survey are:

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1. Closed ended questions

2. Multiple choice questions
Sample size:100 Ratio : 1:3 Statistical methods :
1. Bars & charts
2. Percentage analysis
Statistical tools:Annova
Variables:Independent -Gender, age, education, Dependent - Factors.

VI. DATA ANALYSIS& INTERPRETATION : Data analysis has been done by arranging the data
in a simple table form and percentages are calculated.

INTERPRETATION: It was found that of the 78% employees felt that the performance appraisal is
needed in a company and 22% felt that it is not needed.
Table 2 : Performance appraisal rating is used to

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INTERPRETATION: About the uses of Performance appraisal system, 32% have said that appraisal
system helped them to identify areas of improvement, to 48% it helped in identifying quality for a unit of
work, to 10% it helped in setting performance targets and to 10% it was helpful in all the above areas.
With this study we can say that the P.A is helpful in one way or the other way to the employees.
Table 3 : Do you think that a good workman gets motivated with frequent Performance Appraisal? Is
conducted?

INTERPRETATION: About the Adequacy of strength, weakness and employee counseling , 21%
respondents were highly satisfied, 50% were satisfied,12% were neutral,10% were dissatisfied and 7%
highly dissatisfied.
VII. STATISTICAL ANALYSIS: HYPOTHESIS :
H0:There is no significant relationship between the appraisal system identifying the strength and
weakness of employee and also employee counseling.

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H1:There is a significant relationship between the appraisal system identifying the strength and weakness
of employee and also employee counseling.

Calculation value:128.607 Table value:11.070

INTERPRETATION: Calculated value of chi square test is 128.607 is greater than the table value is
11.070 where H1 is accepted and we are reject H0. Hence there is no significant relationship between the
appraisal system identifying the strength and weakness of employee and also employee counseling.

VIII. FINDINGS:
1. The management was giving requisite training to workers in the areas where they are weak.
2. Workers awareness about the fact that the appraisal is one of the factors for promotion was cent
percent.
3. Performance appraisal system is considered as a means that aim at identifying the areas of
improvement, identifying areas of training and development setting performance target for future.

IX. CONCLUSION:
Proper communication of these ratings can help the employers achieve the level of acceptability and
commitment which is required from the employ.From the survey, we can also tell that appraisee‟s seek a
post appraisal interview to be there where they will be given a proper feedback about their performance
and they can even put forth their complaints if there are any. The appraisal should be followed by a
session of counseling

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which is generally neglected in many of the organizations.Counseling involves helping the employees to
identify their strengths and weaknesses to contribute to their growth and development.

REFERENCE:
1. K. Aswathappa,“Human Resource Management”, Tata McGraw Hill Education Private Limited,
New Delhi, 2010, pp. 378-392.
2. The article is Written By “Prachi Juneja” and Reviewed By Management Study Guide Content
Team. 3.https://www.google.co.in/ 4.https://www.google.co.in/search?ei=1n2IXOieHIr
0rQGm4LOwBQ&q=tecumseh

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